Find the Hidden Savings In
Your Health Plan
25 Year Anniversary!
Dependent Eligibility Verification Audits
Clients Can Choose From Fixed-fee, Success-based, Free Savings Corridor, and ROI Guarantee
Cost.
Engagement models built around your outcome - including a net ROI guarantee, so the audit can't cost more than it returns. Fixed-fee, success, and free savings corridor terms also available.
See the models
Compliance.
A documented, defensible audit trail for your fiduciary duty — inside a HIPAA-compliant, SOC 2 Type II ecosystem. Our service helps plan sponsors maintain their fiduciary responsibility.
How we protect data
Calm.
An employee-first experience with empathetic communication — higher completion, shorter cycle times. A process that embodies peace-of-mind for your employees and for you.
Member experience
You already know dependent eligibility and working spouse audits save money and help you comply. What sets ours apart is how it's run — priced around your outcome, defensible under fiduciary duty, and built so neither your employees, nor you, ever dread it! One-time or continuous.
One-time Or Continuous Audits
Most clients start with a one-time audit to prove the savings, then move to continuous once they've seen the numbers.
One-time Audit
A full sweep of every enrolled dependent - documented, defensible and designed to surface the savings hiding in your plan today.
Continuous Audits
Verification that never sleeps. Every new hire and qualifying life event is checked as it happens, so ineligibility never creeps back. Either weekly or monthly.
Ineligible dependents and working spouses are one of the few benefit costs you can manage without touching coverage for eligible members. Most employers find 3–8% of dependents don't belong on the plan — each removal saves thousands a year. Auditing working spouse provisions can save even more. We make the economics risk-free. Ask for a free savings analysis today.
Three Different Approaches -
All Approaches Include a Custom Employee-facing Survey
1
100% Proof
Every dependent must submit supporting proof. Proof includes all types of government-issued documents and other proof.
Ideal for first time audits or audits every few years.
2
"Audit Where it Makes Sense"
Only employees whose survey responses raise questions are required to submit proof. Additional "guardrails" such as random QA spot audits are also included.
An approach with rigor that's less demanding on employees since only 25% submit proof.
3
1040-driven
Employees are only required to submit first page of redacted, recent 1040. Additional document types are also permitted. This is a low effort, streamlined burden of proof for employees since about 90% of employees file jointly and show children on tax return. Proven AI technology helps drive the process.
Highest ROI Approach
Beyond eligibility - our solution also recovers and prevents overpayments - driving the highest ROI
Coverage Tier Mismatch Auditing
Compares the enrollment file against employee elections to identify employees who are underpaying for their health insurance.
Can also compare enrollment tiers to claim relationship to confirm dependent was enrolled as a spouse or child.
IMPACT - Recovers current underpayment and stops ongoing overpayments
Coordination of Benefits Auditing
Confirms that a spouse’s claims are paid by the spouse’s own employer’s plan when the spouse is enrolled in your plan while also carrying employer-sponsored coverage of their own.
Ensures the responsible plan pays first — so your plan isn’t absorbing costs another employer owes.
IMPACT - Avoids paying claims another employer's plan should cover
Discover Your Savings
Explore how our services can help you save. With a mix of claims ranging from $1,000 to $10,000, potential savings could reach 2% to 3%, considering 5% of dependents may be ineligible.
Creative & Flexible Terms
Flat and predictable.
One price agreed upfront, per employee or per dependent
Success-based.
Flat dollar amount per confirmed removal or per capita, age-banded by dependent type
Floor first.
Fees only apply once savings clear an agreed threshold.
200% + return promised.
If it doesn't return more than it costs, you don't pay the gap.
Your bottom line and/or employees can also benefit from our other value-added services.
Medical & Pharmacy Claim Audits and
Death Audits
Benefits Administration &
Portal Licensing
Articles, Posts,
Webinars, and Conferences
Governor Vilsack, The State of Iowa
“I would like to personally thank you and your staff for your excellent assistance and advice which resulted in major savings of health insurance to the citizens of the State of Iowa."
Dawn Tedeschi, Benefits Manager - Evonik - a 4,000 employee manufacturer
"Not only did the HR Best Practices team deliver on time and within budget, but they saved us more money than we expected. And they did most of the work!"
Tyler Broadbent, VP HR & Labor Relations, SME Industries
“HR Best Practices did a terrific job and they even put their fees at risk. Their AI-assisted dependent audit technology made the process painless and effective for our employees and management.”
Ed Levins, Managing Director, Corporate Health Innovations
“Our first claim audit with HR Best Practices was Air France in the early 2000s. Since then they've very successfully completed other audits and have also provided ACA hours tracking and IRS reporting - they always do a great job."
Kristin Cox, HR Manager, McShea Contracting, LLC
"Awesome job producing several years worth of 1095-Cs and IRS 1094-C filings - they're very responsive and know their business."
National Health Insurance Broker
“After a thorough evaluation of many companies we hired HR Best Practices for health & welfare benefits administration on behalf of 8,000 clients - I'd highly recommend them. They're super competent, responsive, and provide a great value.